Tim Burke: Why is it so hard to find and keep good employees now?

Recently over coffee, one of my best friends and I were discussing how difficult it is now to find and keep good employees.

You might think that would not be the case given that the unemployment rate in Nevada is still fairly high when you factor in those who have simply given up looking for work, but it is a real issue for employers.

The criteria for finding and keeping good employees is much different now than in the past. My friend said his first criteria now is “do they have a pulse.” He was joking but that illustrates what employers are faced with in hiring.

We spent some time discussing what we now think are now the most important aspects when hiring:

1) Will they come to work every day? It’s surprising how many employees want to take time off for the smallest excuse. They don’t seem to understand that when they don’t show up to work it puts a burden on the other employees to take up the slack and hurts productivity and profits.

2) How much drama will they bring to the workplace? It seems like everyone now has some sort of personal drama that they feel they must bring to work and share with everyone. No, as your employer I don’t want to know about your personal drama unless it’s life-threatening or criminal.

Many businesses now post at the employee entrance “leave your personal issues at the door because you are now at work.” Disney calls its employees “cast members” because when you come to work at Disney you are part of the customer experience and essentially an actor. There is no place for personal drama.

3) Do they have a personality suitable for the position? If I want a person for sales or customer service I want someone that is outgoing and personable if I am hiring someone for a bookkeeping position I want someone that is detail-orientated.

4) Will they fit in with the rest of the team? Does the person understand that they are expected to get along with the other employees and be part of a team effort?

5) Skillset is now among the least important criteria in hiring new employees. It is an advantage if a potential employee has training or experience for the position because it shows an aptitude for the job, but it’s no longer at the top of the list in hiring. Obviously, if you are hiring a doctor you want a doctor that has a lot of schooling and experience because it’s such a difficult field but for many positions, new employees can be taught the essential skills on the job.

We also talked about what were the areas that caused employers the most grief once someone is hired:

1) “It’s not my job”. If you want to get on your manager’s bad side just repeat that phrase to them while at work. In today’s workplace, everyone is expected to be able to help wherever it’s needed. If you aren’t willing to help out in all areas don’t expect to get promoted or get generous raises.

2) “It’s how we have always done it”. That phrase is also annoying to an employer because companies are looking for new ways to get things done more efficiently. If you are unwilling to accept new methods, you might find yourself one of the first to get laid off when there is a bump in the road for a business.

3) “Cooler talk”. That employee who is always smiling and nice to an employer’s or manager’s face but negative when not in their presence. They constantly complain behind the back about the company or manager and try to get other employees to agree with their position so they can feel justified.

When I have an employee who behaves that way they are immediately terminated because they are like a cancer to your business. Their negativity is their true personality and they try to spread it throughout a company, infecting others with their bad attitude.

Once you have a good employee what can you do to keep them? Being flexible and interested in the employee’s welfare is a good place to start.

1) Employees sometimes need flexible hours or days off to attend to family matters. Have a personal time off (PTO) program that is fair and equal.

2) Communicate with all employees the company goals and targets. Let them know why their position is important to the overall success of the company and that you appreciate their effort.

3) Involve the employee in setting goals and benchmarks for the company so they feel like they have a part in the company’s success.

4) Your current employees are often your best resource in recruiting new employees. Offer a financial incentive to current employees so when they recommend a person to the company and that person is hired, when the new employee reaches the 90-day benchmark the employee that recommended them gets a financial bonus.

5) Have good managers that can keep a team on track and motivated. Bad managers are worse than bad employees because they can negatively affect a greater number of people. Managers who are lazy, poor communicators, arrogant, demeaning, or bullying should be given training to correct their behavior. If that doesn’t work they should be replaced.

In an upcoming column, we will take a look at where the job market is now and where is it headed in Nevada, especially Pahrump. We will also look at the issues for youth and retirees in finding employment. And I will share where you can find resources for training, resume creation, and interviewing for a job.

Tim Burke is a businessman, philanthropist, educator and Pahrump resident. Contact him at timstakenv@gmail.com